FAIR メモ
法改正事項と、外資系企業のHRが留意すべき事項を整理してお伝えする場所です。
- memo ①
外資系企業の労務顧問、何が違うべきか
A union formation notice arrives, and you do not even know how to explain it to headquarters. HR and labor issues at foreign-invested companies cannot be solved by knowing Korean law alone, because there is one more variable: headquarters.
詳しく見る - memo ②
外資系本社が尋ねるAIに関する5つの質問
“Does that advisor use AI? How?” AI items now appear on vendor assessment forms, and headquarters’ legal teams check how advisors use AI. Three layers of standards must be read together: the regulations of the headquarters’ home country, headquarters’ own internal standards, and Korean law.
詳しく見る - memo ③
外資系企業本社のガイドラインと韓国労働法
Headquarters distributes the same Employee Handbook to every entity worldwide and tells the Korean entity simply to translate it and collect signatures. Localization starts not with translation but with classifying the document’s legal nature.
詳しく見る - memo ④
外資系本社のリストラ方針と韓国HRの役割
“Cut headcount by 20%.” For headquarters it is a business decision already made, but for Korean HR that is where the work begins. The key is to assess the legal risk accurately, prepare reasonable separation terms and negotiate with enough time.
詳しく見る - memo ⑤
オファーレターと労働契約書は違う？
A candidate accepts by email an offer letter stating the title, salary, start date and reporting line, and the offer is then withdrawn because of a headquarters hiring freeze. What matters is not the title “Offer” but how definite the employment terms are and whether the candidate accepted them.
詳しく見る - memo ⑥
韓国・米国・日本の労働法、何が同じで何が違うのか
A US headquarters tends to think of dismissal as a matter of company discretion, and a Japanese headquarters tends to think of working hours as a matter of labor-management agreements. We set the frameworks of the three countries’ labor laws side by side across seven topics and summarize what the Korean entity should explain to headquarters first.
詳しく見る